ARTIFICIAL INTELLIGENCE ADOPTION AND EMPLOYEE TRUST: EVIDENCE FROM HUMAN RESOURCE PRACTICES IN SOUTHEAST ASIA: A CRITICAL REVIEW
Published:
2026-10-17Downloads
Abstract
The rapid integration of artificial intelligence (AI) into human resource management (HRM) practices across Southeast Asian enterprises—spanning talent acquisition, performance evaluation, predictive retention, and personalized learning—has reconfigured traditional employment relationships. However, the extent to which algorithmic adoption fosters or erodes employee trust remains a central, contested question. This critical review synthesizes 16 benchmark empirical and conceptual studies (2021–2026) focusing on ASEAN economies, including Singapore, Malaysia, Indonesia, Vietnam, Thailand, and the Philippines. Utilizing PRISMA guidelines, the review critically examines the structural mechanisms connecting AI-driven HR practices to cognitive and affective dimensions of trust. The findings demonstrate that perceived algorithmic transparency (XAI) and procedural justice function as essential mediators; unmoderated automated decisions significantly undermine organizational trust and increase turnover intentions. Conversely, explainable AI coupled with robust human-in-the-loop (HITL) governance enhances perceived organizational support and employee commitment. Regional contextual nuances—such as cultural power distance, national AI ethics frameworks, and digital literacy disparities—significantly moderate these relationships. A multi-level trust alignment model is presented to guide ethical AI-HRM implementation in emerging Asian markets.
Keywords:
Algorithmic Transparency Artificial Intelligence Adoption Employee Trust Human Resource ManagementReferences
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Copyright (c) 2026 Endah Safarina, Ervin Nora Susanti, Herni Widiyah Nasru
This work is licensed under a Creative Commons Attribution 4.0 International License.
